Differential Effects of Individual-Linked and Team-Level Status Allocation on Professionals’ Job Performance

Abstract

This study examined the relationship between status allocation and job performance of professionals. On the basis of Berger’s status characteristics model, it was hypothesized that individual-linked and team-level status allocation would positively affect compliance and contextual job performance. Survey data of 845 faculty members of a Dutch university were used to test these hypotheses. Multilevel analyses showed that contextual performance is affected by individual-linked and, to a lesser degree, team-level status allocation. Compliance was only associated with individual-linked status allocation and not with team-level status allocation. The results of the present study provide ample evidence of the effect of individual-linked status allocation on job performance. However, less evidence was found to support the notion that compliance and contextual performance are encouraged by team-level status allocation.